[ Pause ] >> Good afternoon, everybody, this is Ray Cebula from Cornell University's Employment & Disability Institute, and I want to welcome you to today's Work Incentives Seminar Event, or WISE Event. Today we're going to be talking about more jobs for people with disabilities and what some new regulations surrounding Section 504 can mean for you and your job search and return to work efforts. Got some great speakers for you today, but I want to tell you how things are working here. Lots of you have already figured that out because there are tons of questions in the question box already, and that's a good thing. You have been connected today to our webinar platform through your computer screen and speakers by default. If any time comes and you want to ask us a question all you need to do is hit Q&A at the top of the page, and it's going to get you to this little box here. Click on the arrow and this is what the open box looks like. Type your question, hit send, and those questions will appear on Jamie's desktop. Now we've got about a thousand people we're expecting today, and we can't expect to answer everybody's question. Please know that we are going to answer the questions that pertain to the largest number of people and you will be given information as to where you can get answers to your specific questions. Now, again, you've been connected through the speakers on your computer. If at any time you need to change to telephone all you need to do is look at the top of your panel and it says audio contents, open that box, it's going to give you another box that's going to allow you to use your telephone. And when you click I will call in, today's phone number and access code are going to be available to you. And I'm going to go ahead a few slides to give you that number right now. So have a pencil handy, write this down, the number is 855-749-4750 and the access code you'll be asked for is 642657076, and that will allow you to participate by phone. Now we are striving to make our webinars as accessible as we possibly can, and we always ask for your help in that regard. If you have any issues with any of the materials that we're sending you please let us know, and more importantly than letting us know what problem you're having, if you're aware of a solution to that problem let us know that, too, because it will be much better if, in fact, you have a solution and we're able to just simply implement that. Our web team has done a great job of making everything work for us so far, and we haven't had any complaints, but we always want to make sure as many people as possible can participate. Now you received the PowerPoint, an accessible PDF, and text with the URL link that you received with your confirmation letter, so you should have all of this material already. If you don't get that e-mail back up, and we will be, of course, running this with closed caption. The closed captioning link for today is www.edi.cornell.edu/ captions.cfm?activity_ID=4955, and those captions can also be found in the media viewer panel, which is in the lower right-hand corner of your webinar console, the very last thing on the bottom of mine. If I open that up I will be able to see those captions. If you want to make that larger minimize the other boxes and that media viewer will get larger. Right now I have it and it is closed, but if I close my questions, close my chat, close my participants that media viewer is going to get larger. Now the transcript, today's presentation, and the audio recording will be available in our archives in about two weeks. Sometimes it gets in there quicker, but we do ask for two weeks. The archive for today's webinar and for other webinars that have dealt with other subjects surrounding Social Security benefits and returning to work can be found at www.ilr.cornell.edu/ edi/m-wise-webinars.cfm. And we're going to have a question and answer period at the end of each presentation today and again at the end of the entire webinar. It's a short enough presentation where we can do different sessions. You can use the Q&A box that we talked about. If you want to use the chat box that's okay, as well. You can also send a question to webinars@choosework.net, that's webinars@choosework.net. If you come up with a question after we shut down today please send us a question at support@chooseworkttw.net and we'll get answers to you after today's session. Now before I introduce our first speaker, we've got some work for you. And let me see if I can find the polling questions. Mike, do we have the polling questions up there? I'm looking to see. All right, Mike, I'm not finding them, so if you would give me a shout out -- ah, there they are. Thank you, Mike, I knew they'd show up. All right, five quick questions, and the more information we get from you the more better our outreach will be directed in the future. First question, how did you learn about this National WISE Webinar, was it by e-mail, Facebook or Twitter, through our website, a family or friend, a work incentive planning and assistance organization or some other organization? And if you've found out through some other way drop a little note in the Q&A and chat box so we can figure out how you found out and do some further outreach to those sources, as well. Okay, a couple seconds more. So, all right, we have to wait 20 seconds so I can change questions. [ Pause ] Ten seconds. [ Pause ] And two, one -- okay. Our second polling question, what do you hope to learn from during today's session? Do you want to learn about the Ticket to Work, work incentives for SSI, work incentives for SSDI, employment networks, and state DR, legal protection and advocacy or something else? And, again, if you answer other please let us know what that is. [ Pause ] Okay. Thank you. I've got to wait my 20 seconds again. Sometimes it makes me wait and sometimes it doesn't. Five seconds. And polling question three, what is your gender, male or female? [ Pause ] All right, thank you very much. Keep those answers coming, you get 20 seconds. [ Pause ] Five seconds. Okay, and question four, what is your age, 18 or younger, 19 to 25, 26 to 40, 41 to 55, 56 to 65, or 66 and older? Or if you're like me and don't want to tell anybody, just hit other. All right, that was great, we got a lot of good information now and I think we've got a great target audience. Okay, 10 more seconds. [ Pause ] Three, and the last question, sometimes we have people who get together, and there may be more than yourself sitting in front of your computer, and just so we can get a real sense of how many people are watching today, how many other people besides you are with you today? [ Pause ] We've got at least one party, okay. We've had some pretty big webinar parties. All right. Thank you very much. We'll wait 20 seconds for that. [ Pause ] Ten seconds. Three, two, one. Okay, wonderful. Today we are going to talk about Section 503 of the Rehabilitation Act and how that interacts with the Ticket to Work Program and what an employment network can help you with in that regard. We're very happy to have Susan Webb and Pam Walker here. Susan Webb is and employment network with ABIL Employment Services. I'll let her introduce herself a little bit more. And Pam is with the Alliance for Professional Services. So, Susan, I'm going to turn things over to you. [ Pause ] Susan, you need to unmute your phone. >> Hello. >> There you go, we've got you. >> Okay, yes. I was unmuted, I don't know, we had a little bit of a technical difficulty there. >> Yes, every once in awhile we have a little bit of lag when we hit these buttons, so it's nothing to worry about. >> Well, I'm here now. This is Susan Webb, and I'm Director of ABIL Employment Services in Phoenix, Arizona. And I run one of the local employment networks here. Pam Walker later will talk about her operation, which is national, and how employment networks work with you. Today I am here to talk about Section 503 and the new regulations that just came out, became effective on March 24th. Section 503 of the Rehab Act has actually been in place since the mid 1970s, and what that does is it establishes a requirement for Federal contractors to ensure that they are not discriminating against people with disabilities when they hire, recruit, hire, train and retain employment for their employees. And not only are they not to discriminate, but also they should take affirmative action to ensure that they do hire people with disabilities in their workplace. And so it's to provide advanced employment opportunities and to offer extensive services and promote accessibility for people with disabilities around the country. Now the law, itself, has as the slide says been in place for 40 years, but the fact is that employers have said for all these years, gosh, we want to hire people with disabilities, they're not applying for the jobs. So now these new rules change the landscape a bit. If I can have the next slide please? Section 503 requires Federal contractors, and that's companies that are doing business with the Federal Government, to, as I said before, take affirmative action, but now as of March 24th they're strengthening those provisions by requiring these contractors that have more than 50 employees and more than $50,000 in Federal contracts to actually strive for a goal of 7% of their workforce in all job categories being people with disabilities. The next slide please? And that includes, now what's really exciting about this, aside from the fact that 7% is a really, really good number, that also means that no longer, quite frankly, can be relegated to jobs for the disabled. Now the focus is on jobs in all job groups, not just sticking us into warehouses, this is a pretty exciting thing. It's going to be difficult for contractors to meet this goal because they're going to have to change some of their outreach strategies. And for that reason you'll see here that Federal contractors must invite applicants, new and current employees to voluntarily self-identify as having a disability. Now for years we have said, gosh, don't tell, you know, you don't have to disclose your disability and nothing has changed in that regard. This is still voluntary, you are not required to disclose, but if you do it does help them to make their bogie and can be a lot more beneficial to you in the potential of getting hired. The next slide please? Federal contractors employ one out of every five workers in the U.S., about 22%. They're located in every state. It's estimated that there's somewhere between 175,000 and 200,000 employers across the United States that have Federal contracts. That's a tremendous opportunity for us, no matter where we live and whether we're rural or urban. And it's not just Boeing or construction companies either, you might be surprised at who Federal contractors are. They really are in most fields and professions. For example, Samurai Sam's is a Federal contractor. I'm not sure why, but somehow or other they do have a Federal contract in excess of $50,000. I'm not suggesting that all of us should work at Samurai Sam's, but only to give you the understanding that it really is across the board in terms of the employers that you can look to to take advantage of the new 503 opportunities. Next slide? So employers across the country are looking for you, and if you're considering work there are more opportunities than ever to find good jobs. Now many of the Federal contractors will advertise their openings with the American Job Centers. You're probably familiar more with calling them one-stop centers, for example. The vernacular now is American Job Centers. In the prior regulations Federal contractors were required to post their jobs through the job centers. There is an America's Job Exchange that is run by the DOL, the Department of Labor, and they take all of the posted jobs from these contractors and parse them out to the State Job Exchanges. You should be able to find your State Job Exchange just by googling whatever state you're in and put Montana Job Exchange or whatever state you're in, and that's the way that you can find your way to that Job Exchange. Federal contractors are not exactly required to put their jobs there, but many, many do and it's a really, really good place for you to start to post your own profile there because contractors will be able to find you, but of course it's going to work better if you find them, and this is a good place to find their jobs. If you receive Social Security Disability benefits and you're looking for work, the Ticket to Work Program can help you find these opportunities, and Pam is going to explain a little bit more about that in a little bit. Next slide please? Now I mentioned earlier that you will be asked to self-identify. There is a specific form that employers are now required to use that asks about your disability, asks you whether you have a disability, and also notifies you of your right to a reasonable accommodation should you need that. Next slide please? Self-identification means that you notify your employer or potential employer of your disability. Let me explain a little bit about this. This can become somewhat controversial. Those of you who are familiar with Title I of the Americans With Disabilities Act know that an employer cannot ask you about your disability pre-offer. Now this kind of changes the landscape a little bit, and you're going to apply for a job with a Federal contractor and you're going to say, hey, wait, I haven't been offered the job yet, why are they asking me about disability, isn't that a violation of the Americans With Disabilities Act? And the answer to that is no, but here's where you're protected. First of all, they are required to make sure that they use that specific form. Everybody uses the same one, and it clearly says that this is voluntary. And that form is available, as Ray has outlined here, it's available online at the address shown there, but if you just go to Section 503 on the Department of Labor website it's an easier way to find it instead of trying to remember that URL. But, nonetheless, that form is standard, every employer must use the same one, and it clearly tells you that it is voluntary for you to identify. You may identify at the pre-offer stage, the post-offer stage, or after you're actually working for the company. There's no problem with you identifying or not identifying at any of those stages or if you choose to identify at one stage and not another. The reason that this is the first time that employers have been required or even allowed to ask you pre-offer if you have a disability, and that's because there are very specific outreach requirements in these new regulations that employers must really do a pretty good job of finding you. They can't just say, well, we post our jobs here or there and nobody applies so we can't hire people if we can't find them. This is designed to make sure that employers really are doing a good job of outreaching to us, to find us, and to allow us to know that the jobs area available there. Employment networks, which Pam will tell you later, are actually written into the regulations now as a bonified referral source, along with the state vocational rehabilitation agency. But here's the rub, they can only ask you if you have a disability, not what the disability is, that is very, very important. I think if we go on to the next slide, please? Okay, we're going to measure how well contractors are doing by reaching out to us, and after a period of time the Office of Federal Contract Compliance Program, OFCCP, will be looking at contractors' outreach methodologies and seeing how they're doing, but again this being voluntary we don't know what's going to happen and how effective this form is going to be. But the good thing is you can disclose that you have a disability without fear of disclosing what it is. And employer should not pre-offer ask you what your disability is, and if you do see that then that's a red flag for you that something is amiss or that they have another reason beyond 503 to ask you for that form. Next slide please? Now the form will ask you whether you are applying for a job or already work, and any answer you give in any level of the process is kept private. And the form says will not be used against you in any way. And it also says that you may voluntarily self-identify as having a disability on this form without fear of punishment because you did not identify as having a disability earlier. I want to take this opportunity to explain that a little bit because it might sound somewhat negative. The reason that the form says it that way is because we do have experience, I know I do within my employment network, I do get ticket users all the time saying to me I don't want to disclose because I'm afraid that it'll be used against me, I don't want to disclose pre-offer and then post-offer because they'll come back and they'll say that I broke the law or I lied on my application because I did not identify earlier in the process. None of that is the case, and that's the reason, this language might sound a little negative, but it's not really intended to scare you. It might have that impact, and so that's we wanted to make a point on this webinar to explain to you why that's there so that you don't have those fears. Next slide please? Now the form also says you are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity or you have a history or record of such an impairment or medical condition. That is a definition that comes directly from the ADA and the ADA Amendments Act. You will also find on the form somewhat of a laundry list to give you examples of what medical diagnosis or category of disability that they're thinking would qualify. The thing you need to understand about that is that those are just examples and not meant to be an exhaustive list. So, in other words, if you don't see yourself listed there it doesn't mean that you can't identify as having a disability using this broader test. For example, one of the things on the form that you will see is you have a disability or a medical condition that requires the use of a wheelchair. Well, you might use a wheelchair, you might use a cane and you think, well, gosh, I don't use a wheelchair so, therefore, I don't qualify because I only use a cane, and that's not true, you would still qualify using this broader definition. Next slide please? Now the other thing we mentioned is that they are required to give you a notice on this form that you are entitled to a reasonable accommodation. The thing that you need to understand very, very clearly on this is that it is just telling you that you have that right, you should not on this form ask for the accommodation. Next slide please? And the reason not to put it on that form is because I said earlier that the self-disclosure is actually kept private from your personnel file and from the rest of your application. If you ask for an accommodation on this form and it gets separated from your application or from your self-disclosure you might expect that by putting that request on the form you're going to get the accommodation and then be very upset when it doesn't happen or when nobody contacts you. And so we wanted to make clear in this webinar that all this is is a notice and nothing more than that. If you need a reasonable accommodation to take the, to apply for the job or if you're on the job and you need an accommodation you would not use this form to request it. The employer would have a different process and you can ask to speak either to their EEO accommodations specialist, if they have one, and they're also required, I believe on the next slide, if you will go ahead and go to that slide? Next slide please? Oh, you did it, you sneaked it on me. So if you need a reasonable accommodation to apply for the job or to perform your job you're going to ask to speak to the employer's affirmative action compliance officer. These rules require that an employer have this person or persons and that their contact information be available to you. And so that's who you're going to ask if you need the accommodation, not the person interviewing you or not the person that whose name is on -- the hiring manager, for example. You don't need to explain why you're asking to speak to that person, so you don't want to say, yes, I have a disability, when you don't choose to disclose, and I need to speak to someone about an accommodation. Just ask to see the affirmative action compliance officer, that's all you need to do. Now examples of reasonable accommodation, this is on the form, as well, and that's making a change to the application process or work procedures, providing documents in an alternative format, such as Braille or large print, or using a sign language interpreter or using specialized equipment. The next slide please? Now I'm going to stop here and turn this back over to Ray to -- well, I think we're going to do some questions and answers first, aren't we, Ray? >> Yes, we are, we have quite a few. Somebody wants to know how does that 7% requirement compare to the percentage of disabled folks in the general population? >> Well, we estimate that in the general population it's somewhere between 20% and 25% that qualify as having a disability, meaning that larger definition. However, that includes people of all ages. And, you know, I did look up recently what the percentage was of working age adults, and I'm sorry I don't specifically remember what that is. But 7% is a starting point for us. It's certainly -- the population is higher than that, but the other thing you have to remember is that even people that are working age may not, in fact, be able to work. Many people cannot work, at all. So setting this percentage, quite frankly, at this point was kind of a starting point. I'll be honest with you that those of us who do this work every day, we're pretty surprised we got that much. So stay tuned, and wouldn't it be nice if the number was more than 7%, and if we continue to provide qualified applicants with disabilities to fill the jobs then we should achieve that goal and beyond. >> Yes, I have to agree, that's a very good number to start with. Does that 7% include people or does this 504 protection include people who will need job training before they could apply for these jobs? >> You have to be a qualified applicant and have the necessary qualifications to do the job. The employer has no obligation to do anything more for you in terms of your qualifications than they do for any other applicant or employee. What they are required to do is to accommodate your disability so that you can perform the essential functions of the job. So if you are, if you have a disability and are otherwise qualified they have to provide a reasonable accommodation for your disability, but a good example, to answer your question about training, very often an employer will train or provide basic training to its employees when they start working, and they do that for all employees. If you happen to be an employee who needs your training materials in an alternate format or you need a sign language interpreter to complete that training and providing those is reasonable, meaning it's without undue hardship or expense, then, yes, they would be required to accommodate you in that way. But if you don't have the basic training or skills for the job that any other applicant needs to get the job then the answer is, no, they're not required to hire you. >> Okay. Now when you were talking about how employers were reaching out, is there any indication that they should be reaching out to independent living centers or other community centers that are providing services? >> Yes, there is, the regulations do specifically mention independent living centers and other community based organizations. >> Okay. And somebody just wants more of an explanation about what a Federal contractor is? Who are these folks? >> A Federal contractor, by the way, if you go to the Department of Labor -- you know what, Pam can talk better to this, and I'm going to go ahead and defer that question to her. But a Federal contractor as a definition, Pam can tell you better than I as to how to find them, but the definition is that, as I said earlier, it is any company that has a contract with the Federal Government to do work for the Federal Government to provide goods and services that has more than 50 employees or a contract in excess of $50,000. That's the affirmative action trigger for the 7%. If they have more than $10,000 in contracts they still have an affirmative action obligation, but not the 7%. And then, Pam, do you want to talk now or later about how to find a Federal contractor? >> Well, I was just going to make her talk now, so I say it's okay. >> You're the boss. >> I was going to defer. There's a lot of different ways you can find Federal contractors. If you're looking for a specific area there is a web link that we'll discuss that you can go to, put in your city, state and it will provide you a list of Federal contractors in your area. And from that list you can determine which ones are most likely to have positions or the type of positions that you're looking for. An employment network can really help you with that, and we're going to talk about employment networks during the session, part of the session that I cover today. >> Okay, thank you, Pam. Now, Susan, one more question for you. Should current employees reach out to their employer to fill out these disclosure forms? >> You can do that, but here's what the regulations require. It might be better to wait until they ask you because there is a requirement that if -- it depends on the current affirmative action plan that a contractor has, but and probably within a year of these regulations becoming effective, which as I said was March 24th, they will be conducting an outreach to their existing employees. There really isn't an advantage to you to do this if you're an existing employee, it's not going to get you a better job, it's just that you will help that employer to meet their obligation and by so doing it could be advantageous to you down the road. If you are applying for a promotion or a different job then it might be a good idea to go ahead and disclose, but remember only that you have it, not what it is. >> Okay. And the last question is does disclosing your disability in any way protect you from a layoff? >> No, it does not. >> Okay, all right, that's it, Susan. Thank you very much. I do want to read that DOL URL for everybody where the form can be found, and that's at www.dol.gov/ofccp/regs/ compliance/section503.hpm, and that will be in your chat box. I'm going to ask Jamie to type that into the chat box, as well. Okay, Pam Walker is ready to take over now, and Pam is -- where is Pam? Pam is with the Alliance for Professional Services, and I'm going to let her tell you about that organization. Take it away, Pam? >> Thank you so much. Good afternoon, everyone, and I'm really excited that you made the decision to participate in this live event and to learn more about Ticket to Work and Section 503. It's all really, really exciting. So if we can go to, it would be slide 24? >> Oh, wait a second, we have to run Ben. I guess you're getting back to me? >> I am, I thought it was a technical malfunction? >> No, there wasn't, that was my fault. Okay, I'm sorry, Pam. >> Thank you. >> Okay, we are going to let you be introduced to Ben. He's going to talk about the Ticket to Work and how it impacts SSDI and SSI and how he can take advantage of this to get himself from benefits to financial independence. So, Mike, if you could queue up Ben's video? [ Pause ] >> Ticket to Work is a free and voluntary program from Social Security that provides you employment support, to help you go to work, while still providing access to Medicaid and, or Medicare. It can help you go to work, which can give you a greater sense of purpose and help you give back to your community. With time, you'll be able to replace your cash benefits with your earnings from work, putting you on the road to financial independence, with the peace of mind that your benefits will be available to you if you need them due to your disability. Meet Ben, Ben qualified for the Ticket to Work Program because he is age 18 to 64 and receives Social Security Disability Insurance. If Ben received Supplemental Security Income he would also qualify for the program. Ben wanted to work, but needed to understand how work would impact his benefits, especially his healthcare. Ben did some research and found out that over 316,000 people with disabilities have participated in the program. After doing more research he decided that Ticket to Work was just the ticket he needed to be successful in going to work. When Ben contacted the Ticket helpline they talked to him about supports from Social Security he could use to go to work. He found that with Social Security, Ticket to Work and work incentives he might be able to work while keeping his Medicaid or Medicare with the peace of mind that if he needed to stop working due to his disability there would be a fast track back to restarting his benefits. With the Ticket Program Ben had a choice of service providers, employment networks and state vocational rehabilitation agencies. He was able to select one of these service providers to work with him one-on-one to help him reach his work goals. Both could offer him specialized services and he could choose which was right for him. VR agencies work with individuals who need more significant services. The services that Ben could receive include benefits and career counseling, education, training and job search support. ENs are private or public organizations that may help with career counseling and assistance with job placement and more. Different ENs offer different types of services, so Ben could pick an EN that was just right for him. Ben also had the option to receive services from his state VR agency, and then when those services end he could work with an EN to receive additional services that would help him find a job or seek and additional job. Ben took some time to think about his options and decided to assign his ticket to an EN. Ben's commitment to participate in the Ticket to Work Program forged the partnership between him and his service provider. They both agreed to work together and jointly developed a plan that was just for him. His plan to defined his work goals and the specialized services the EN would provide or arrange for to help him meet his goals. Ben's rout to employment through the Ticket Program is a two-way street. In return for assistance in getting a job, Ben pledged to Social Security that he would take specific steps determined by the plan he developed with the EN within timeframes set by Social Security, to work at a specified earnings level or to complete certain educational or training requirements. Taking the agreed upon steps toward employment with timeframes set by Social Security is called making timely progress. By taking these steps Ben was able to fully take advantage of the support and protection the Ticket to Work Program provided. You can be like Ben. The Ticket to Work Program is here to help you become and stay employed, meet new people, gain fulfillment and financial independence. We know it's a big step, but there is so much help for you all along the way. The Ticket Program offers many tools and resources to help you learn about starting your journey to financial independence. Are you ready to work? Call the Ticket to Work helpline at 1-866-968-7842. For TTY call 1-866-833-2967 to talk to one of our knowledgeable representatives, or visit www.socialsecurity.gov/work to learn more. Good luck on your journey to financial independence. We are ready to help you on your way. >> Okay, thank you, Michael. And now, Pam, I'm going to turn it back over to you. >> Okay, wonderful, wonderful. Thank you so much. Okay, let me tell you a little bit about our organization. We have been an employment network since 2008. We advertise in about 33 states, but we're actually a national provider. We can accept a ticket and assist any beneficiary in any state. So we love what we do and we have placed many, many people into work, so we're excited to be able to share a little bit with you today. On slide 24 we'll talk about what is Ticket to Work? Ticket to Work is a free and voluntary program to assist Social Security Disability Insurance and Supplemental Security Income beneficiaries to return to work, either work for the first time or increase their current work hours and income. If you're on this call and you're currently receiving Social Security benefits, Disability, and if you're between the ages of 18 and 64 you're eligible to participate in the program. Your eligibility for the Ticket to Work Program can be verified by contacting the Ticket to Work helpline, and the contact information for that Ticket to Work helpline and you'll find the Ticket to Work service providers will be included in the resource discussion near the end of this teleconference, so you don't have to worry about writing anything down right now. Slide 25 please? Thousands of people have earned their way off of SSDI and SSI benefits and have created better lives and futures for themselves and their families by participating in the Ticket to Work Program. The program's goal is to help people who feel they may be ready to work or who want to try to increase their current work hours and income, an opportunity to work towards self-sufficiency and financial independence, while receiving what I like to refer to as safety nets. These safety nets are known as work incentives and they vary based on the type of Social Security benefits being received, as well as an individual's needs. So when you begin discussions with a Ticket to Work service provider you can learn more about the specific work incentives that may be available to you. Over the last few months many Ticket to Work service providers have received extensive training on Section 503 and those providers are putting that training to good use by working in partnership with each other, with Federal contractors to increase the number of job placements. There are several different paths that can be used to land a job with a Federal contractor. If you are already receiving benefit from an employment network, your state vocational rehabilitation agency or an American job center serving as an EN, your service provider may be able to help you determine the best path for finding employment opportunities with Federal contractors in your area. If you have not yet selected a Ticket to Work service provider and especially if you're interested in employment with a Federal contractor it would be appropriate to ask employment networks about their involvement in Section 503 as you make contact with them to try to find an employment network that you feel can meet your needs. Slide 26 please? There are multiple ways that an employment network can assist you with finding employment with Federal contractors, and the best methods depend primarily on a couple of things. The first is based on the extent of involvement in Section 503 by the employment network. Everybody does things a little bit different in the employment network world. Some employment networks have agreements with Federal contractors to assist with recruitment, referrals and actual job placements, while other employment networks have agreements with Federal contractors to, let's say, get a pre-look at a list of available jobs before those open positions are posted to the general public. Other employment networks use job share networking and they partner with other employment networks, either formally or informally, including state vocational rehabilitation agencies or American job centers. So we kind of compile resources. Most employment networks can provide information about the resources and the best job posting websites used by Federal contractors and some employment networks participate in a combination of all the things that I just mentioned. So you really want to look for an employment network who is familiar with 503 and knows how to find those opportunities for you. The second issue that really determines the best way for you to apply for positions with Federal contractors is based on the choice that you make about self-identification. And Susan just talked a lot about that, but I want to give you an example, okay? If you have an employment network who is working directly with a Federal contractor and they're kind of handling everything by finding, recruiting people with disabilities for jobs, and then making a direct referral to that Federal contractor, then if you have not elected to self-identify then by making that direct referral now your disability has been disclosed. So if you choose not to self-identify you have to use a little bit different route than having your employment network make the direct referral, and there's ways to do that. It's just the network will need to provide alternate instructions for you so that you don't have to self-identify. Remember, there is no requirement for you to self-identify when you apply for positions with Federal contractors, the choice to self-identify and when to self-identify is yours. Once you go to work, maybe you've worked there a year and they do their annual self-identification notice and you're like, okay, I've worked here a year, now I'm going to self-identify and disclose that disability, you can do that and, as Susan said, there's no recourse or penalty for you identifying at that time, so the choice is yours. So once you've selected an employment network you'll be able to create a plan, a specific plan for you about how to participate in Section 503 and, again, that may include everything from making direct referrals, to working with you to teach you how to locate Federal contractors in your area who are likely to hire people to do the type of work that you want to do. And that has a little bit to do with the question that was asked a few minutes ago about how do you find Federal contractors? Well, there's a lot of different resources. I recommend, I know that there is a document out at the yourtickettowork.com website, and if you follow the links through you will see information on how to locate the Federal contractors. The easiest one for me is the sam.gov website, which is a website where all Federal contractors are required to register. You can actually do a search from that website and you can put in even down to your zip code, that you can put city, state, zip code, and when you do that search it will give you a list of everyone who has a Federal contract in your area. And then from there you can kind of look through, you'll recognize probably a lot of the larger companies, but you can look through that and determine which of those companies provides services that would allow you to do what you want to do with their company. You know, do they hire people to do what you're wanting to do, and then you can narrow that down and start applying for jobs with those Federal contractors, whether you choose to self-identify or not, there's nothing that would keep you from applying for those positions. Slide 27 please? In addition to the specific assistance with finding employment opportunities with Federal contractors, employment networks can also offer additional support and assistance based on your needs. As an example, employment networks, they help you prepare for work by providing career counseling, looking at those transferrable skills from a job that you might have had previously, job placement or job search assistance, preparation of resume and cover letters, interview preparation. And ongoing support once you're employed, employment networks want to maintain contact with you, even after you go to work to make sure that that job is a good fit for you. You'll get to a point where, hopefully, you'll want to apply for a promotion or maybe look for another job that has better pay or better benefits. So the employment network can help you with that, as well. So if you think you're ready to return to work or increase hours or you want to make more money at a job you already have, look for something different, you may want to contact several employment networks to determine the services that they offer and compare those to the services that you need so that you can find the right one. Slide 28 please? Specifically related to 503 an employment network can work with you to discuss self-identification before you have to make that decision so that you can make an informed choice. They can help you recognize and complete the self-identification forms so that when you see that form you know what to expect and how to respond to the questions on the form. They can provide guidance and information about reasonable accommodation. They can take a look at your needs, review options that might be available to you, offer suggestions and provide resources or referrals when possible. And they can also address any concerns that you may have about disability disclosure before you make the decision to disclose. You need to understand the pros and the cons and be in a position to make the best possible decision based on your situation. So today we've really only been able to scratch the surface regarding the assistance and services that are available to individuals who choose to participate in Ticket to Work, especially those related to Section 503. So in just a moment we're going to open the teleconference up again for questions, and I'm not sure how much time we'll have. But if you're interested in working I encourage you to begin contacting Ticket to Work providers to help you through this process. and I'll be glad to answer any questions anybody has, so, Ray, I will turn it back over to you. >> Okay, Pam, thank you very much. Okay, once again, if you do have a question please click on that arrowhead next to Q&A and it will open up that question and answer box, you can type your question in, hit send, and it will magically appear on Jamie's desktop, and she'll relay the question to us. And, Pam, I've got a lot of questions, they just started coming. >> Okay. >> The first one, which is a common question when we're talking about employment networks, is how much does all of this cost? >> How much does it cost? >> Yes? >> Okay, there is no cost to beneficiaries for using the services of an employment network provider, so it's free. >> Okay. >> But it's free to beneficiaries who choose to participate. >> Okay, and you mentioned a SAM website? >> Uh-huh. >> Do you happen to know the URL, by any chance? >> It is -- I do -- it's www.sam -- that's am -- .gov. >> Dot gov, okay, thank you. I just got that into the box. We have somebody here who doesn't even have a resume yet, where do I start? >> Contact an employment network or networks, talk to them about the types of jobs you're looking for, find out if they participate in Section 503, if you're interested in Federal contractor job opportunities. And they can help you with your resume, as long as like our organization, as long as we can get a list of previous jobs and work history then we can put it all together and make it look nice and neat and get that resume prepared for anyone we serve. >> Okay, I'm not sure if it's the same person, but they're concerned about explaining gaps in employment history because of disability, what would you recommend for that? >> Well, that's really an individual decision, and it all goes back to whether or not a person chooses to disclose their disability. If there was something else they were doing during the time that they were off with their disability, you know, a lot of people pursue additional education, so that might be something that covers that time gap. Quite honestly, if they weren't doing anything sometimes people will just put on their resume they were caring for a family member who was ill. You don't have to say that family member was you. >> Okay. >> It's really an individual choice and depending on whether you choose to disclose or not disclose and depending on what else was going on in a person's life during that time will depend on how we write the resume. So it's very individualized. >> Can I respond to that, as well? >> Absolutely. >> We have, this is the biggest problem people are going to have who have disabilities and want to go back to work. We've all been off for a period of time, and for some people it's a period of years. And what we offer in terms of advice on this is you are handling personal matters, and Pam touched on this, because our disability is a personal matter. And disclosing disability does not have to be done because what the employer really wants to know when they see that gap is not really what you were doing because even if you tell them it isn't going to tell them anything about the job. What they really want to know is how have you kept your skills current? And one of the things, and Pam touched on it, but there are several things that we advise people and one is get some volunteer work under your belt, number two, look at skills training and updating your skills. But one of the things we do and, Pam, I don't know if you do this, as well, but employment networks, and she said we all do different -- offer different services, but we operate very much like a staffing agency. And one of the things that the industry does is to test your skills and most employment coordinators or employment services offer a program similar to what's called Prove It. It is a software program that we purchase a license, it's unlimited, so you can have these tests as many times as you want. There's over a thousand different tests on there, and we can e-mail them to our ticket users, they can take as many of them as they want, and they can take them from home or at our facility, whichever is best, and that will give them tests on their current skills related to the specific job they're looking to apply to. And we put that right on their resume, under their qualification summary. So if the job says you need to know Excel, Word, whatever, you can take tests on these software packages, and if you haven't worked in five or six years but you show a skills test on Excel of 97%, guess what, that allays their concerns that your skills are current. That's really what they want to know. >> That's very true, Susan, and we also recommend volunteer work while people are preparing for work because it does several things, it shows that they're doing something that is kind of like providing a work history, but they're also building references. And the other thing that we do is there are online trainings that are available so people can brush up on their skills before they use Prove It to take those tests. So we also encourage them to do that, but filling that gap on the resume, you know, if you put nothing there then it kind of jumps out. So it's always good to put something on there to show what was happening because if you have something on there then there's usually less questions asked about what you were doing during that time. So that's what we recommend, but again it's -- resumes are very, very individualized and you have to really talk through it and determine what's going to meet an individual's needs. >> Okay, now somebody wants to know, there's actually a lot of people want to know, will the Ticket to Work or an employment network help pay for training and education? >> Generally employment networks do not have funding available to pay for training or education, but those safety nets that I mentioned and the work incentives a lot of times there are opportunities through those work incentives where funding may be available to cover the cost of education or work needs. And, again, that's something that would need to be discussed one-on-one with your employment network to see which work incentives you might qualify for and how much funding you need and what you need it for to determine the best way to try to get that funding. So even though employment networks can't write a check and say, here, go to school, what we can do is help you find alternative ways to get that funding. >> Okay, and what -- go ahead, Pam? >> Can I -- no, it was Susan. Can I chime in to add to that? >> Absolutely. >> One of the things I find with ticket users is that they assume that they can't get financial aid, and that's just not right. They really do need to talk to their community colleges and their universities to see what is available. They might be very surprised because if you're on Social Security Disability you don't have a lot of money, and so you can qualify for financial aid probably more easily than you think. The other thing, and the jury is out on this yet because you heard last week about the new Work Innovations and Opportunities Act. Those of you on the phone are probably going to want to look that up, it's WIOA, and that's the reauthorization of the Workforce Investment Act, it includes a lot of really new and exciting things for people with disabilities. And one of the initiatives that the President has put forward is a lot more money for adult education, especially for those who are long-term unemployed. I did put a question in, I believe, to the Department of Education that I have not gotten an answer on yet, but I believe that people who are on SSDI would qualify as long-term unemployed. And so I think we might be able to tap into some of those dollars. Like I said, the jury is still out on that yet, but definitely you want to look into that with the community colleges, in particular, because what that initiative is trying to do is get the community colleges to pair their training types with the employers in the area to get you trained for things that employers actually need, which kind of goes to the question that was asked earlier in my presentation about whether employers do provide training to you based on your disability, and I said no, they don't, but you can get that training through other resources by these new initiatives that are incumbent in this new legislation. >> Okay, so I have to echo your feelings about community colleges. I think they're a very overlooked source of incredible training. >> It's relevant training, you know, it's relevant to your community, it's training that employers need people to do, and that's a big problem employers are having right now. We hear it all the time, the jobs are out there, we don't have the skills specifically that they need, but getting those skills can be done often pretty easily through your community college district. >> Okay, I've got a question for both of you now, it just came in -- what types of questions should I ask you to determine that you're the right EN for me? >> Well, it really depends -- I'll go first, Susan. >> Yes, I was waiting for you to. >> What you're comfortable with, okay? Most of your national employment networks that serve more than a local area, they may be regional or national or multi-county, a lot of times they will provide services that are not face-to-face. You're not going into an office, meeting with someone on a regular basis face-to-face. The national providers pretty much do everything by e-mail, webinars, teleconferences and phone. So that's, to me, the really big difference in local versus national. And so one of the questions that you should ask is what venue do you use to provide services? And make sure that you're comfortable with that. If you're not comfortable, for instance, using e-mail then you're going to be more comfortable using an employment network that is local to you where you can go in and visit with them in person or talk to them via phone. If you're comfortable with e-mail and you want to be able to contact your employment network anytime quickly and easily via e-mail then you would be a good candidate for receiving services from a national employment network. But we provide as a national employment network we provide all the same services that a local provider does, it's just we provide through a different venue. >> I would echo all of that, and then direct everyone to go to the tickettowork.com website and look at -- it has a map of the United States and you can click on your state and it will take you to the list of employment networks in your area. And each one has a profile that you can look at, and it tells you what kind of services they offer, what disability types they serve. That's a good place to start. You can get some basic information that way, but I do think that you have to understand, to me, there are three prongs. The ticket program is designed to help people with disabilities reach financial independence and completely eliminate their dependency on benefits over time. So it really is about a higher level of employment, but I think it's a three-pronged approach where typically people are either going to need the services of the state voc rehab agency, that's people with more significant disabilities and who really need rehabilitation. Another direction is the American job centers or the one-stops, to me, those are places you go if you're interested in part-time work or if you don't have a lot of skills. They do have some services and some help with training that you might not be able to get from an employment network. And Pam mentioned earlier and I think that the little video mentioned it, too, you can move from one to the other, you can get services from VR or the one-stop and then after you get those later on you can deposit your ticket with an employment network who focuses more on self-sufficient employment. So it can be a progression and there can be multiple sources that you can use, but employment networks are really focused on people that are really ready to get a really good job and earn really good money and establish a career for your future. >> Okay, go ahead, Pam? >> Yes, I was going to add one more thing, it's important to know that an employment network does not have to accept every ticket from every person that contacts them. So bring the initial conversation or what I like to call the initial intake process, we're going to talk to the beneficiary and answer their questions, but we have questions, too. We want to ensure that if we take that ticket that person is ready and is committed to moving forward and is willing to be proactive in looking for work because we don't want them to waste time using their ticket if they're not ready and we don't want to take their ticket if they're not ready. So it's really working in a partnership when you assign your ticket, so you want to make sure that you're ready and that the employment network is ready to assist you and that you feel comfortable working with that employment network because it's -- this is not just something where you're going to talk to the person at your employment network one or two times, this is an ongoing relationship for several years, so you want to try to develop that relationship and make sure that it's a good fit on the finance side. >> Pam, would you -- I think you'd agree with me, you and I talk a lot so we know, we commiserate a lot, and I think we do a lot of the same things, but one of the things, it's almost a mantra when people contact us about the ticket, that they say I want to work, but I want to work part-time because I don't want to lose my benefits. It's all about protecting benefits, people are scared to death, and this is where the Social Security work incentives come into play, the trial work period, the extended period of eligibility, the two-for-one offset for those that are on SSI. There are work incentives in place, and if you learn about those, and SSA has on that same website you can find a video there that explains those. And I think that you all do WISE events on those, as well. But learning about the work incentive will help you to understand that by trying to go back to work fulltime you cannot harm yourself, you simply cannot. You may not make it, but at least try and you will not lose our benefits. >> Correct. >> And yet losing your benefits is going to be a great thing to do because you're going to be making a lot more money, so that's the goal of the ticket is to really help you, to give you those resources and guidance to where you really are making a good living, that's the goal, and you shouldn't be afraid to do that. >> Now those safety nets are in place to make sure that you're going to get, continue to receive your benefits if you're unable to continue working, so, yes, it's very, very important. >> It's kind of amazing, too, how few people know about these work incentives. And I always tell people, you know, when I talk about the trial work period, you know I used the trial work period to return to work 35 years ago, it's been around that long. I've been around that long, I'm really tired, but I can really verify or validate that these things really work, and you can really rid yourself of that dependency and start building up your retirement again, even put money in a 401(k). it's pretty cool to work. >> Yes, I think that's a great thing, and you both have just answered about 100 questions we've received about the fear of losing benefits. This return to work needs to be planned appropriately and we need services from VR agencies, services from employment networks, and services from benefits plans. And if you do take advantage of all of those three services you can make this transition without losing benefits. And, as Susan pointed out, when you do lose your benefits you don't need them because you're making more money, and particularly on the healthcare side of things, the way healthcare has changed so dramatically in the last five or six years you don't even really need to worry about that. You need to worry about working with an EN, finding a job, and getting on with that job and making that job part of your life, then we can talk to a benefits planner about what might happen to your benefits four or five or six years or what might never happen to your benefits. It's truly here, and we're all here to make sure those safety nets work for you, so there's really -- all we're asking you to do is take a chance and follow us down the yellow brick road. It's really a great program. All right, well, with my little preaching out of the way, I'm going to ask you guys one more question. I'm a believer here, too. The last question I want to ask you about is do any of these Federal contractors have jobs that I can do from my home? >> Some do, yes. Some do, the IRS does that. Actually, they're not a Federal contractor, they're a Federal agency, but some do. Not usually, though. I always, whenever somebody wants to work from home, again, this is what we do as ENs, we're really here to guide you, and the reasons that I find that people want to work from home oftentimes are things that can be overcome other ways because working within the home is isolating. Often the job doesn't pay very well. But what I do tell people, whether it's a Federal contractor or not, please be careful to avoid the scams, don't go to the work-at-home ads, especially if they're asking you for money upfront, don't do it. But, yes, there are -- Federal contractors do have some, but they're not very plentiful. You really limit yourself if that's your goal. I realize some people have to, but you need to assess it very carefully as to what your reason is for that. If it's transportation, if it's part-time work, whatever it might be, there might be ways around that don't mean isolating yourself. >> I absolutely agree, if there's any way to find employment outside of the home I highly recommend it because it just gives you that, not only work, but just a social environment where you're around people and if you're at home and the only contact you have is people on the phone and things like that I just don't think you get that oomph from working outside the home for contact, so. >> Yes, there are lots of good things that come with work besides that paycheck. >> That's right. >> Like being around other people is part of that, all right ... >> I think it's fair to say, though, that some people in the rural communities are at a real disadvantage with regard to this, and the person who asked the question might be in that position. And so that's a tough nut, and I don't want to discount that person's concerns, just to make sure that they're -- yes, some people it does make sense. >> Oh, absolutely, I mean I'm sitting here at my home right now, I work at home and travel a whole lot. And I might go with some other people, and then I'm happy to come home and be alone for awhile. >> Exactly, right. >> And my guess is that Cornell is probably a Federal contractor, as well. >> I think that goes without saying, yes. >> Exactly, yes, I think we may very well be doing some faculty work right now. >> Most employment networks are too, by the way. >> Yes, all right. So I'm going to give you two ladies a break, and I'm going to get through the rest of the slides and if we have time at the end we will come back, I still have three more questions I want to ask. Let's get through the rest of this. Okay, some other resources, because again there are hundreds and hundreds of you who have tuned in today, and we're not going to be able to get to all your questions, so we want you to be able to get answers to your specific questions. And, again, I think Pam said, this is very individualized, it's all about you, and you can't compare yourself to your neighbor or your friend because everyone's employment situation, everyone's disability situation is very, very unique to themselves. And when you are ready to work, if we've convinced you to take a chance start building your employment team. And it is, in fact, a team, you are the coach of the team, we're not telling you what to do, you're telling us what to do. And that team might be made up of an employment network, find one that meets your needs, as Pam said, it could be a national one, it could be someone in your area. We gave you the websites in the chat box as to where you can find those ENs, and it will tell you what areas they serve. It may be your state VR agency for those people who need rehabilitation or a potential source for educational funding. There's probably going to be somebody on your employment team from a WIPA Program, the Work Incentive Planning and Assistance Programs, those are the folks who are going to help you navigate all of the safety nets that Pam and Susan mentioned, the trial work period, the extended period of eligibility, the SSI two-for-one offsets. All of those are going to have to be navigated, as well. The PABS, the Protection and Advocacy for Beneficiaries of Social Security, that program provides free legal services for people who encounter a barrier to work. Now there was a big barrier to work when we started talking about that 503 form, and what happens if you disclose your disability before you get a viable offer of work and the employer bypasses you. That might be something that would require some legal advocacy. That's available under this program, as well. And these two agencies, the WIPA and the PABS, are also available at no charge. You can speak to an expert any time at the Ticket to Work helpline and they can address your specific needs or refer you to somebody in your area if you want to sit down and talk with somebody, and that helpline is 1-866-968-7842 or for TTY users 866-833-2967. And if you go on to the www.socialsecurity.gov/worksite you can read the blog and there are all kinds of videos there from people who have used the Ticket to Work, who have worked with ENs, who have worked with benefits planners and made a successful transition from benefits to work. There are some great stories. And if you're in the process and have a story that you want to share with us, let us know. You may be our next video. Now questions about finding a job, the American job center provides a single access to key Federal programs and local resources, the one-stop centers, local resources to help you find a job, identify training programs and potentially gain some skills. www.jobcenter.usa.gov, they can help you, as well, providing you with computer access. Most employers are accepting resumes and applications by computer. So what they will do is provide you with time on that computer for searching for jobs, for keeping your resume. If you don't have e-mail they'll provide you with that and you can send out your job applications through those centers, as well. The Ticket to Work team created a document that lists job postings and services and job banks specializing in recruitments of people with disabilities. We have 7% right now, there aren't 7% of the workforce or there isn't 7% of the workforce right now made up of workers with disabilities, so we need some more people. We've got room. So you can download the jobs bank and posting services online at http:// -- let me get those new ones, Jamie just typed them in and I'm trying to find them, we have new websites for you, folks. And she's been sending me questions, and I've got to scroll back, here we are -- http://cl.ly/3a3O3j2g3M2D and that's going to get you that job bank up in the cloud, or you can visit www.choosework.net/blog to get that, as well. There's another link for accessible services, the job bank posting services, and this is a long one, folks -- http://chooseworktpw.net/ Assets/uploads/files/503_ Jobbanks_handout%20.pdf, and I'm going to ask Jamie to get those typed into the chat box for you while I continue with all of these slides. What is the workforce recruitment program? It's a recruitment and referral program that's connecting Federal employers with motivated college students and recent grads with disabilities so that they can improve their abilities in the workplaces through summer or permanent jobs. Now both of our speakers talk about filling that gap, what a great way to fill that gap. Yes, you've dealt with some personal issues, but then you went to the community college in your neighborhood and some of your class work was internships. Some of your summer placements were relevant to your job goals. That's going to help you build a resume. And there are special recruitment and referral programs through this workforce recruitment to focus on recent grads with disabilities. And I don't want anyone to forget about those local community colleges, they are incredible resources. And, as Susan said, they are now training people for jobs that need to be filled in your hometown. Now to be eligible for the WRP Program you must be a current fulltime undergraduate or graduate student with a disability or have graduated within one year of the release of the database each December. So there are some qualifications, you've got to be in school, and it needs to be fulltime as defined by that school. for more information visit www.wrp.gov. Any questions about reasonable accommodations? Is what you need reasonable? We mentioned some of them. Susan was talking about equipment, special equipment. Somebody, she mentioned sign language interpreters. There might be somebody who has need for a medication break, the medication might have a side effect that causes them to need to sit down and not do their job for a certain amount of time, is that reasonable? Again, it's a balancing act. How can you do the basic functions of the job with or without that reasonable accommodation and how much is it going to cost the employer? But the Job Accommodation Network, known as JAN, can provide free expert and confidential guidance on any workplace accommodation issue you might have, and it's a fantastic agency. So you can find them at www.askjan.org and talk with them, talk with somebody and see if what you need in your workplace is likely to be granted or not. One of the facts that we need to know is that most job accommodations for employment situations cost under $500, that's not a lot of money. It still depends on the size of the employer, but it's not an insurmountable amount of money and you want to know what the potentials are, what the options are before you request that and JAN is there to help you. All right, so we are back in our question and answer period. Again, if you've got anything else please use that question and answer box, open it up by clicking on the arrow, type your question into the space, and hit send, or you can be sending them to webinards@choosework.net. We're over time already, we're right at four-thirty. If you do have a question after we shut down today or wake up in the middle of the night, write down that question and send it tomorrow morning to support@chooseworkttpw.net and you will receive an answer. Share your success story, we are looking for some new success stories, so if you are 18 to 64 and you were participating in the Ticket to Work program and successfully made that transition from benefits to employment and want to share your success story please get in touch with us and we might be talking to you and coming to fill your home with video equipment to make you famous or at least famous within our little world. Before we go I want you to know that you can submit your story or somebody else's story at stories@choosework.net if you don't want to send us by e-mail, but that's one way to start. Here's some more information, the Social Security website is full of information. You can register for your own account at my Social Security, which is a wonderful thing for you to be doing. You can find out the most popular baby names, and you can find out about everything that we've talked about at www.socialsecurity.gov/work. It's a very easy website to use, and I am on it every day. Call the Ticket to Work helpline if you want to talk about your particular situation. Again, that number is 866-968-7842 and for TTY users 866-833-2967. Now before we say good-bye I want to thank Mike Elton [Assumed Spelling] in the background, who is making all things webinar work, our two excellent presenters, Susan and Pam, thank Jamie for sending me questions, and remind you all that when I shut down today in about two seconds a survey is going to pop up on your screen. It takes about three seconds to fill it out, maybe a minute. Please take some time and let us know what you think. Let us know what you want to know. And there are going to be other webinars in the future, other WISE events in the future. And, as Susan mentioned, some of those WISE events are already in the archives, discuss the benefits, safety nets that have been really quickly glossed over today. You can follow us on Facebook at www.facebook.com/choosework or follow us on Twitter, www.twitter.com/chooseworkssa. And, once again, that Ticket to Work helpline is 866-968-7842 or for TTY user 866-833-2967. And, once again, Pam Walker and Susan Webb, thank you very much, and we hope to see you all on a future webinar. Have a good afternoon, everyone.